Leadership Styles Flashcards
What are the 5 leadership styles?
A leadership trait is a characteristic that belongs to a person and is often fixed. A leadership style needs to fit the situation for it to be good. You can switch up and use as needed.
- Laissez-Faire > giving a lot of freedom > this style works with a team of high performers
- Autocreatic > rarely asking for input of the team > works well in stressful situations, might demotivate the team in the long run
- Democratic > leader has the final say, but appreciates input of the team.
- Transactional > rewarding good performers and vice versa > good for completing tasks in a specific way > not good for creativity
- Transformational > motivating the team to think outside the box > very creative, but not structured at all.
Laissez-Faire
Translation: let them do
Relaxed policies / Minimal interference / Independent problem solving / Decision-making freedom
Benefit:
* faster decision-making
* job satisfaction
* improved creativity and innovation
Draw backs (when team is not capable, or cannot self-manage):
* missed deadlines
* poor performance
* low accountability
Tips:
* Act as a mentor, make sure the team has everything they need.
* Monitor performance.
* Communicate a willingness to help.
* Be ready to step in.
Autocratic
Do as I say approach > it is not always a bad thing
1 person makes all the decisions and takes full accountability
Benefits:
* clear expectations
* order and structure
* quick decision-making
Drawbacks:
* lowered moral (it may feel like voices do not matter)
* dependency culture
* impaired creativity
This works well when:
* the leader is competent
* the team requires clear direction
* in a crisis
* consistency and precision > when work needs to be done by the book
Tips:
* make sure that employees feel respected
* you do not always need to explain yourself, but when employees understand your actions they are better they are more likely to cooperate
* still give you employees the opportunity to speak
Democratic
Democratic leaders ask the question: “What’s your opinion?” And, before making decisions, they wait to hear that answer. Committed to understanding all voices, these leaders take on a participative role. And they strive for the perfect amount of control: not too much, and not too little.
Leaders act as facilitators, but keep the final say.
Benefits:
* Builds stronger teams
* Collaborative decisions
* High employee engagement
Drawbacks
* time delays
* misguided choices when the staff is not capable enough
* lowered moral, having your idea heard, does not mean it will be used
Tip: Only use this style when:
* Employees are skilled and willing to work together
* you need to have the time and a skilled mediator as a leader.
Transactional leadership or managerial leadership
Carrot and stick..
Believing that internal motivation isn’t enough, transactional leaders use external incentives. They take control, tell their teams what to do, and follow a reward-penalty system to encourage optimal performance. If your team needs an extra push, it’s a practical approach.
Rigid hierarchy / inflexible rules and structure / uphold the status quo
Benefit:
* clear and easy structure
* heightened motivation
* increased productivity
Drawback:
* Stifles creativity and therefor innovation
* Lower engagement
Tip: Only use this style if:
* you need structure
* tasks are specific, set smart goals
* when a team is motivated by rewards and punishments
* in a criss, this style allows you to work in the here and now
Transformational
Mobilizing the staff to create change. Leaders set the standard and motivate the staff. Employees have autonomy, and they can develop themselves.
Fair/ ethical/ beneficial to everyone
Benefits:
* Innovation
* short and long term goals > thinking big
Disadvantage:
* The framework is not easy to manage.
* reality blindness/ detail oversight
Tip: Only use this leadership style if:
* your staff is diversely skilled
* there is time to help teammembers
* you are willing take creative risks
The 4I model shows 4 positive aspects of transformational leaders:
**1. Inspirational motivation. **
Transformational leaders communicate a vision so well that followers internalize it and make the goal of achieving that vision their own. That starts with giving employees a strong sense of purpose and setting high standards and expectations for achievement.
2. Intellectual stimulation
Transformational leaders question the “this is the way we’ve always done things” mentally, taking on the status quo and challenging assumptions of even veteran leaders. They encourage this same mindset in their employees.
3. Idealized influence, be a role model
Transformational leaders serve as role models for employees in every way.
4. Individualized consideration
All employees are encouraged to think creatively to find new solutions to longstanding challenges.
How to offer and receive feedback?
Giving
* positive or neutral body language
* Specific, direct
* Focus on behavior, not character
* Keep the conversation two-sided
* Ditch the sandwich technique
* Use I statements, give feedback from your own perspective
Receiving
* Positive or neutral body language
* Listen carefully
* Seek to understand
* Avoid becoming defensive
* Try not to interrupt or explain
* Put it into action
How to be accountable?
- Understand your role in the situation > what is your responsibility? A clear definition.
- Be honest with everyone (including yourself) be open about mistakes, and give honest feedback
- Quickly apologize if you did something wrong, which does not mean you need to solve everything on your own. Ask for help 🙂
- Manage time wisely. So coworkers will know to count on you to get things done on time
- Know your limits, reflect on tasks given or offered, and say no if you need to
- Ask for feedback and be open to change
- Get the results of which you say you are going to get. Know which outcome you are looking for.
- Know what you are accountable for, and who you are accountable to.
What are the 4 selfawareness archetypes within a team?
Internal Self-Awareness > understanding your own motives
External Self-Awareness > understanding someone else’s perspective
- Introspection: Internal aware. They are clear about who they are, but do not challenge their own views.
- Aware: Internal and external aware. They know who they are and value others opinions
- Seekers: Not aware. They do not know who they are, and how their teams see them.
- Pleasers: External aware. Are so focussed on appearance that they can overlook what matters to them.
